A Leader in Boston

Financial services staffing since 1968

Welcome to Fanning Personnel and Comforce Staffing

Fanning Personnel/Comforce Staffing is a leading provider of staffing services to Boston's financial industry. For over 40 years we have had a track record of success for both employers and job seekers.

Our candidates include investment professionals in investment research, portfolio management, institutional marketing, client service, sales and trading, and retail brokerage as well as related professional support functions, such as accounting & finance, administrative support and human resources. Learn more.

For more information you can call us:617-728-4100

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Fanning Personnel Blog

Telecommunications applications such as Skype, Zoom, FaceTime, and Google Hangouts are utilized frequently for job interviews as they allow for greater flexibility in meeting time, location, and scheduling for both the interviewer and interviewee. That convenience factor along with the saved time and money that in-person interviews typically require means that video interviews are becoming more and more mainstream by the day. If youve never experienced a video interview, however, preparing for one can be taxing simply because youre not sure what to expect. Here are some things to keep in mind in order to ace a video interview:

Job listings by recruiters and hiring managers often draw in a sea of resume submissions due to how easily accessible the listings are digitally. Because of this, you may wonder when submitting your resume whether its going to stand out among the others or slip under the radar. The solution to this? Give yourself a competitive edge with a high-quality resume! Here are some tips on how to optimize the effectiveness of your resume:

The short answer is: YES! The long answer is: there are many things to take into consideration when looking to optimize your candidate screening and hiring process. Hiring managers in the investment business ultimately have three objectives when it comes to this process: targeting their sources so the pool of applicants is limited to the most valuable talent available,narrowing that targeted applicant pool down as efficiently and accurately as possible, and onboarding new hires without external complications such as delays or competing offers. So how do we do this?: